The claim that human resources or human capital is the most important and valuable asset of organizations is widespread and widely accepted. For this reason, one of the biggest challenges for organizations is to find the right employees with the necessary skills, high potential, and talent. However, the challenge for organizations is not only to find, but also to retain and to use the potential of talented employees. The main aim of this study is to identify the HRM practices which most significantly affect the retention and commitment of talented employees. Based on factor analysis, individual factors of HRM practices were identified. Through canonical analysis, the relationships between the identified factors of HRM practices, talent retention (the intention of talented employees to remain in the organization), and the organizational commitment of talented employees were identified. One of the most important results of the study is the identification of human resource management practices that are most strongly associated with talent retention and commitment.

According to the results from OECD countries, the position of the tourism sector in Slovakia has been unfavourable for a long time. Tourism in Slovakia is managed in a decentralized way, which is legally and financially supported in certain forms. Support is largely conditional on cooperation. Such an example is the support of the creation and activities of regional tourism organizations. In this paper, we will examine the economic significance and justification of cooperation among entities that are members of regional tourism organizations, by determining the relationship between the number of these organizations and the amount of revenue divided into four categories at the regional level. In this work we used multiple regression and correlation analysis. Based on their results, we identified the performance of companies according to the categories of achieved revenues. The results suggest that the most productive companies are companies with revenues ranging from 100000-500000 Euros per year. The paper also offers a framework of questions for further research related to sector governance, as well as an awareness of the importance and significance of cooperation.

The article presents selected results of the analysis of a sample of voluntary associations of municipalities, which was carried out in connection with the elaboration of the methodology of well-functioning associations by the Czech Ministry of the Interior. Multipurpose voluntary associations operating in a functional micro-region identical or similar to the ORP territory (territory of municipalities with extended power) were examined. The formal aspects of their functioning, managerial models, methods of communication, value aspects, etc. were examined. This article focuses on the first examined area, ie. the formal aspects of the functioning of associations. It is based on a formal analysis of the founding documents and articles of association, their comparison and assessment. The information was subsequently verified in the form of controlled interviews with representatives of the unions. The survey shows that the variability in the setting of organs and relationships within the bundles is not significant, it concerns only some roles and names (designations) of organs. I.e. all the associations examined showed the same similar features in terms of the division of tasks between the supreme and executive bodies. Partial differences were identified in the relationship between the highest and the executive body (within the scope of the tasks that were delegated), in the way of recruiting new members, and the sanction of the member community in case of non-fulfillment of obligations. The chairman always represents the association externally. He himself, or in cooperation with the secretary or his deputy (occasionally) participates in organizing the operation of the association. Associations seldom create bodies of working, initiating or control nature. Their position does not have to be regulated by the statutes. Subsequently, recommendations for the effective operation of the bundles are formulated. In the event that the chairman cannot devote himself to the activities of the association on a full-time basis, it is necessary for the successful operation of the union to appoint the position of manager or secretary.

Engagement in companies is an important issue in the management and leadership of human resources, which affects the competitiveness of the company but also the employees themselves. By focusing on the individual operating levels of human resource management with an emphasis on organizational commitment, we believe that the creation of a concept forms an important basis for achieving organizational goals. If we look objectively at the involvement of employees on the part of the company management but also on the part of ordinary employees, all interested parties could come up with a real company policy that can satisfy the company. The essence of every decision-making, strategy, coordination, planning, and management is and will always be employees. In almost all organizations, there is a mission according to which human resources are the most valuable resources. The paper aims to verify the relationship between a leadership style (orientation towards employees, participatory style) and commitment of human resources to an organization. The results of the research, carried out on a sample of 202 respondents, confirm the direct connection between a leadership style and commitment of human resources in the organization conditions.

Publikace neprošla jazykovou úpravou. / Publication is not a subject of language check. Za správnost obsahu a originalitu výzkumu zodpovídají autoři. / Authors are fully responsible for the content and originality of the articles.